Anti-harassment training programmes in the RCMP: Is organizational transformative learning possible?
Submission Purpose
Main Conference
Type of Paper
Paper: Empirical
Abstract
Examining a complex hierarchical law enforcement organization mandated anti-harassment (AH) training programmes. A sample of the RCMP revealed bullying negative behaviours occurring at 19% across study group (n=237). Mix-method approach using Kirkpatrick Evaluation, OCAI and NAQ-R provided insights into the correlation of training to organizational stated culture goals. More males reported being bullying (25%) No overt bullying reported by female respondents however, subtle bullying remains. All training materials aligned with organizational mission, vision and strategic goals. Curricula was clear however a gap exists between formal training and applied learning as evidenced by quantitative assessments. The NAQ-R (Cronbach alpha 0.777) indicates the presence of bullying but not at toxic levels. The OCAI highlights an overly hierarchical quadrant fulfilling market needs at the expense of clan and adhocracy quadrants. These findings support previous qualitative studies and employee engagement results. The leadership has choices to move forward and strengthen its AH training efforts.
Creative Commons License
This work is licensed under a Creative Commons Attribution-Noncommercial 4.0 License
Recommended Citation
Yong, K. (2020). Anti-harassment training programmes in the RCMP: Is organizational transformative learning possible?. Peer reviewed and approved by the AERC Steering Committee for the Adult Education in Global Times Conference. University of British Columbia. Canada. (Conference Cancelled).
Anti-harassment training programmes in the RCMP: Is organizational transformative learning possible?
Examining a complex hierarchical law enforcement organization mandated anti-harassment (AH) training programmes. A sample of the RCMP revealed bullying negative behaviours occurring at 19% across study group (n=237). Mix-method approach using Kirkpatrick Evaluation, OCAI and NAQ-R provided insights into the correlation of training to organizational stated culture goals. More males reported being bullying (25%) No overt bullying reported by female respondents however, subtle bullying remains. All training materials aligned with organizational mission, vision and strategic goals. Curricula was clear however a gap exists between formal training and applied learning as evidenced by quantitative assessments. The NAQ-R (Cronbach alpha 0.777) indicates the presence of bullying but not at toxic levels. The OCAI highlights an overly hierarchical quadrant fulfilling market needs at the expense of clan and adhocracy quadrants. These findings support previous qualitative studies and employee engagement results. The leadership has choices to move forward and strengthen its AH training efforts.
